A company in the consumer goods industry had set itself the goal of no longer recruiting managers solely from its own ranks with its new recruitment strategy. Instead, the new strategy was to bring in managers with specialist knowledge and a proven track record from outside to "refresh the blood supply". As the company did not have the necessary experience in-house, the HR Interim Recruiter was tasked with developing a concept for the mid-career recruitment process, defining suitable selection methods and selecting external partners where necessary.
The Interim Recruiter first intensively examined the market of HR consultancies and screened their processes and selection tools. He then drew up a shortlist of suitable consultancies based on a defined points system. In intensive discussions with the consultancies, he developed a process design for mid-career recruitment. Finally, "Preferred Partner Contracts" were concluded with two consultancies.
The client successfully used this model to significantly expand the recruitment base for management. Mid-career recruitment made it possible to attract numerous specialists, particularly for new business areas/product categories.
